Traveler's Insurance Company executives wanted to increase
Download
Report
Transcript Traveler's Insurance Company executives wanted to increase
Job design
What is job design and why is it important?
What are the approaches used in designing
jobs?
Job design
What is a job?
What is job design?
Job design approaches
Scientific
management approaches.
Psychological approaches.
Scientific management approach
A.K.A. as industrial engineering.
Focus on efficiency.
Job simplification is one method.
Psychological approach
Motivation results from work that provides
intrinsic rewards.
These
rewards satisfy higher-order needs of
esteem and growth.
The job characteristics model follows the
psychological approach to work redesign
(see Exhibit 14.8).
Core
job dimensions
Critical psychological states/outcomes
Employee growth-need strength.
Core job dimensions
Examine job traits to determine job’s
motivational potential.
Skill
variety
Task identity
Task significance
Autonomy
Feedback
Skill variety
Number of different skills and talents
required.
Job rotation is one method.
Task identity
Degree to which an employee performs a
total job with a recognizable beginning and
end.
Job enlargement is one method.
Task significance
Degree to which the job is perceived as
important and having impact on the
company or consumers.
Job enlargement can also increase task
significance.
Autonomy
Degree to which the worker has freedom,
discretion, and self-determination in
planning and carrying out tasks.
One method that attempts to increase job
autonomy is job enrichment.
Feedback
The extent to which the job provides
information back to the employee about his/
her performance.
When job design itself cannot provide direct
feedback, need to obtain feedback from
supervisors or peers.
Critical psychological states/outcomes
Intrinsic rewards from job traits
Skill
variety, task identity, and task
significance-> experienced meaningfulness of
work.
Autonomy -> experienced responsibility.
Feedback -> knowledge of work results.
The psychological states leads to personal
and work outcomes
Employee growth-need strength
Moderating
factor: people have different needs
for growth and development.